Sexual Harassment

Could a judge force you to provide anti-harassment training if you create a hostile work environment? Maybe not.

June 17, 2019 | by Eric B. Meyer

Chris Potter [CC BY 2.0], via Wikimedia Commons

Over the weekend, I read about a case where a federal jury concluded that a female plaintiff’s former employer subjected her to a hostile work environment.

The jury awarded her zero point zero dollars, and a federal appellate court concluded that the company should not be required to conduct anti-harassment training.

WTH?!? Continue reading

Does your sexual harassment training include this important topic? If not, it should.

June 10, 2019 | by Eric B. Meyer

Image by Gerd Altmann from Pixabay

More than ever, American workplaces are emphasizing diversity by targeting hires of different races, religions, ethnicities, genders, cultural and educational backgrounds, work experience, etc. This variety promotes different viewpoints, better problem-solving, a just a more dynamic workplace. Generally, this results in businesses attracting better talent, reducing turnover, and improving the brand and reputation.

But, with different backgrounds may come a different appreciation of social norms.

I have an example for you.

Is it ok to ask a lesbian co-worker to use her ‘gaydar’ to determine whether a new client is also gay?

May 14, 2019 | by Eric B. Meyer

Photo via Good Free Photos

Short answer: No.

Slightly longer answer: No, you jerk, of course not!

In a few hundred more words, I’ll explain why. Continue reading

Three HR lessons from a supervisor’s alleged knuckle-dragging savagery.

March 12, 2019 | by Eric B. Meyer

Evieliam [CC BY-SA 4.0], via Wikimedia Commons

What I have for you today is anything but fine. Continue reading

She was raped by her supervisor, the company suspended her and put the harasser back to work. How mad did this make a federal jury?

January 11, 2019 | by Eric B. Meyer

Ken Lund from Reno, NV, USA [CC BY-SA 2.0], via Wikimedia Commons

Nope. Madder. Continue reading

Litigating against LGBT rights may win one case, but still be bad for business overall.

January 10, 2019 | by Eric B. Meyer

By Phillips 66 Company – http://hrcpdocctr.phillips66.com/HR_P66_Comm/Benefits/BenefitHighlights.pdf, Public Domain, Link

Among Fortune 500 companies, 91% prohibit discrimination on the basis of sexual orientation, and 83% prohibit discrimination based on gender identity. [Source] But, under federal law, circuit courts remain split as to whether Title VII of the Civil Rights Act of 1964 forbids discrimination based on LGBT status.

So, let’s say you’re a Fortune 500 company accused of LGBT discrimination in a jurisdiction in which the law may permit that type of abhorrent behavior.

Do you defend by arguing that the law permits LGBT discrimination? Continue reading